Preparing for Impact with Performance-Based Talent Management

Nolan Gray Staffing

Is your organization ready for what experts believe will be the most active hiring season of this decade? If you want to stay on top of your industry, then you need high performing employees to get the job done and lead innovation in the workplace. Investing in talent management solutions can be the single-most important aspect of this process. From creating talent-attracting job descriptions and incentive programs to succession planning activities, a talent management program that’s geared towards employee performance metrics can take your business to the next level of greatness.

As you can see from the above infographic, there are several good reasons why investing in a talent management solution can be a good one for your business, especially when it comes to employee performance. Employees who are top performers tend to produce twice the revenue of low performing employees, they are less likely to quit, and they are more likely to be engaged in the goals of the company as a whole.

Top Performers – When Employees are Engaged

What does a top performance employee look like for your business? There are actually three levels of engagement that performance based talent management produces. Let’s take a look:

Level 1 – Employees Disengaged

For whatever reason, be it lack of incentives or poor management, sometimes employees become so disconnected from their jobs that they end up being counter-productive. If this is the case, you will need to take action fast in order to protect your organizational goals and restore team productivity.

Level 2 – Employees Not Well-Engaged, Yet

Oftentimes, employers believe that if their employees are not complaining or they are meeting basic expectations, they are happy and engaged. However, this is a mistake because employees who are on the fence can turn into disengaged and destructive forces. Make sure you are nurturing your staff with ongoing talent productivity management and employee incentives.

Level 3 – Highly Engaged Employees

This is the place where ideally you’d like to get all your employees. Realistically, you can expect that about two-thirds of your workplace will be highly engaged, and the other part will fall into the previous levels. Highly engaged employees are excited about their work and look forward to sharing their ideas in peer groups. They tend to be innovators and motivators. These are the employees who are the future leaders of your organization, who help your business to thrive.

How to Measure Employee Performance? Use 360 Feedback

A key talent management tool which measures employee performance is that of the 360 degree feedback survey. Overall, performance evaluation is a combination of communication and assessment of employee performance, using a series of questions that are designed to uncover certain levels of employee satisfaction. When used effectively, this employee performance metric can identify problem areas that need correction, and help the HR leadership to design more relevant employee performance enhancement programs and incentives.

In the above graph, you will note that the information gathered in a 360 Feedback survey comes from work-related sources, or those in each employee’s daily work environment, information that is which are then interpreted for the benefit of the executive team (leaders). This is essentially information, guidance, and instruction that come from four sources in the employee experience:

  • Direct – This is the information that arrives directly from the employer, through written and verbal communication. It can come from the CEO or the executive team, or it may just filter through department managers. The key is that you want to control this information so that it is correct.
  • Management – Information and guidance that comes from each employee’s immediate supervisor or department. Whether negative or positive, this has an effect on the performance levels of employees.
  • Peers – When it comes to attitudes and values, the corporate culture has a lot to do with the overall performance of employees. This is especially true during changes in an organization, when employee morale shifts.
  • Others – Whether through local media, social networks or the office gossip shared around the water cooler, employee productivity can be influenced by information heard in other sources. A good talent management system takes this source into consideration, and gives employers tools to control PR.

By using a 360 Feedback at least once per year, an organization can better monitor and deal with the above sources of information that affect performance metrics with a talent management system.

 

Using Social Recruiting to Attract Passive Talent

Nolan Gray Staffing

Recruiting for Passive Talent

Much discussion has gone into the role of social media in the world of recruiting, particularly when it comes to connecting with passive candidates. Who are passive candidates? These are folks who are highly qualified individuals who aren’t necessarily looking for a new job, but whom would be interested in learning about new opportunities if the right one appears.

The LinkedIn graphic above shed light on what the average passive candidate looks like, which accounts for at least 80 percent of the adult workforce at any given time. While some of these folks are secretly thinking about and maybe even taking steps to find a better job, they are not heavily advertising because they like what they do currently. Yet, recruiters can use this to their advantage by connecting with and engaging with passive candidates using social recruiting tools.

Why is it important to attract candidates who are not actively looking for work?

Passive candidate recruiting offers a unique opportunity to tap into specialized skillsets, and present better candidates overall. This is a major benefit to recruiters, and to the clients they work for. There are several additional reasons that recruiters should focus at least a part of their time trying to engage passive candidates.

  • Excellent credentials, career histories, and advanced degrees in their industries.
  • Perceived as more loyal or reliable because they are not actively looking.
  • Ability to negotiate for higher salaries and benefits, in a win-win scenario.
  • Many are considered to be leaders in their markets, looking for a change.

Currently employed, but looking

The 2012 Candidate Behavior Survey, conducted by CareerBuilder, revealed some interesting, but not entirely surprising results. It found that, out of a huge number of candidates studied:

  • 74 percent of people are actively searching for a new job or they are open to a new opportunity.
  • Around 35 percent of people begin preparing for their next job within weeks of starting a new one.
  • 69 percent of workers say that searching for work is part of their regular routine, even while at work.
  • Most candidates are tapped into 14-15 resources, including social networks, in a job search.

This video explains more.

 

How does social recruiting help attract passive candidates?

Recruiting, as a whole, is actually a sales process, with elements that are similar to the marketing world. There is a unique recruiting funnel that follows this process from sourcing to hiring. As you can see from this funnel, there are several steps that recruiters must make in their quest for great talent.

With social recruiting however, this funnel can be sped up, as they are able to connect with candidates directly using social messaging and social events online. Instead of waiting for candidates to respond to job advertisements, recruiters can use social searching tools to actively look for these candidates and talk to them in a personal way. The concept of making the recruitment process more personal is what is driving social recruiting in many ways.

A best practice for any recruiter hoping to attract passive candidates is to create social profiles that invite others to connect, and spending time searching through social networks each week, looking for professionals who fit the bill for open orders.

Talent Relationship Management and the War for Talent in 2013

Nolan Gray Staffing

Although it’s a little early in the year, the talent experts are already predicting that there will be above average growth in businesses around the nation in 2013.  Last year’s State of Recruiting report advised that over 63 percent of a polled group of companies across several major industries were noticing signs that the Great Recession is slowly, but surely easing up. Even for those who were affected by long term unemployment, the future looks brighter.

A USA Today article points to job growth, and advised that, “The US economy shrank in the fourth quarter of 2012 for the first time since the recession, but job growth was more robust than initially estimated.” It further went on to say that major recruitment firms are reporting placements of as high as 30 percent, with some projecting this number to grow to 80 percent by year’s end. Those numbers may make some hiring managers panic, wondering how they will manage to stay ahead of the recruitment curve.

Overcoming Challenges in Talent Management 

It’s clear that the war for great talent is about to heat up for thousands of professional recruiters around the USA, particularly those who are tapped into new talent relationship management software and social recruiting networks. Yet, there are still some big hurdles that are making it difficult to hire the best candidates.

The top 3 biggest challenges for recruiters have been outlined as:

  • Finding quality candidates
  • Filling open assignments fast
  • Having dedicated hiring managers

There’s several valid reasons for these issues, some of which have been around for a long time. Given the current state of recruiting and the projected numbers for 2013,especially in high growth industtries such as transportation, health care, and technology, the smartest recruitment pros and Human Capital managers will be looking for ways to reduce this strain on their resources. One solution that often gets overlooked is communication.

Opening Up Talent Management Communication Channels

An interesting graph released as part of the Candidate Experience Awards from Talent Board, a non-profit research organization dedicated to improving candidate experience,  shows that recruiters often don’t have the “big picture” of how to get past these challenges because of the method of communication. Even in the growing small business sector where cloud computing is leading the way.

By merely using some of the resources available around them to connect with talent, hiring managers can greatly enhance their ability to find great talent, and manage them well throughout the entire hiring and onboarding process. As you can see, a vast majority of the recruiters polled were not aware of all the modes of communication they had available to them within the walls of their own corporate space.

How can today’s recruiters tap into modern talent management resources?

There are a few ways any modern recruiter can overcome challenges and become more efficient in this role. First, by learning how to make use of integrative talent management and social media solutions, such as those offered by Jobscience. Second, by asking for feedback from both clients and candidates. Lastly, taking the time to learn as much as possible about each candidate’s profile by using this talent management process.

Jobscience Offers IBM-Acquired Kenexa Customers a Fast Track to Social Talent

Nolan Gray News

**SAN FRANCISCO – Aug. 28, 2012** – Jobscience, the leader in Social Relationship Management for HR, today announced that Jobscience FastPass is now available to Kenexa customers who have been impacted by IBM’s acquisition of the company. With this program, Kenexa customers have a clear path to deploying best-in-class sourcing, recruiting, hiring, assessment and learning applications that leverage the latest innovations in Talent Management and take advantage of the world’s leading cloud platform.

“At no time in recent memory has the Talent Management space seen so much market share shift to Big Box vendors who lack the agility to provide true innovation in challenging times for hiring,” said Ted Elliott, CEO of Jobscience. “Big Box software like Oracle, SAP and IBM may not be the right fit for companies struggling to be agile in a challenging recruitment environment where there are plenty of unemployed candidates, but very few applicants with the right skills. Recouping the costs of acquisitions as opposed to investing in innovation in sourcing, interconnectivity and mobility may leave corporate consumers stuck with products that are obsolete.”

“Since no one knows what will be the next popular social network that companies need to tap into to engage talent, it’s more important than ever for organizations to have the flexibility to choose agile applications that keep up with the rapidly changing Talent Management landscape,” continued Elliott. “We are extending our FastPass program to Kenexa customers so they can easily embrace our leading Social Relationship Management solution on an open platform where they can easily connect to the tools that will best meet their business needs.”

The Jobscience FastPass program is now available to all Big Box software customers forced onto Oracle, SAP and IBM. The program includes:

• Guaranteed 25% discount off a Kenexa, Taleo or SAP recruiting solution contract
• Free 20-day trial of Jobscience Team Edition
• Premier Phone Support for the first 90 days

To take advantage of this program, register at http://info.jobscience.com/KenxaSwitch.html or use http://bit.ly/RTbFPS.

##Jobscience Team Edition

Jobscience Team Edition is a social recruiting and applicant tracking system (ATS) optimized for instant deployment and productivity. This innovative solution combines a simple, easy-to-use interface and fast resume loading with the power of social recruiting and relationship management. Recruiters, sourcing teams and hiring managers can instantly collaborate to effectively manage candidate relationships.

##About Jobscience
As the leader in Social Relationship Management for HR, Jobscience understands that social connectivity is more than a feature — it’s the future. Deployed on salesforce.com’s [Force.com](http://www.force.com) platform, Jobscience’s agile solutions bring social, mobile and CRM processes to talent management, keeping corporations and staffing agencies connected with and attracting top talent. For the last four years, Jobscience has been voted the AppExchange Customer Choice Award in HR and Recruiting by [salesforce.com](http://www.salesforce.com) customers, and recently won the 2011 Brandon Hall Gold Award for Best Advance in Talent Acquisition Technology. Discover what Jobscience clients already know: great people, great technology and great companies are all connected. To learn more, visit www.jobscience.com.

**All trademarks and registered trademarks in this document are the properties of their respective owners.**

Jobscience Offers First Mass Resume Parser for Talent Management

Jeremy News

**SAN FRANCISCO, Aug. 27, 2012 –** [Jobscience Inc.](http://www.jobscience.com), the leader in Social Relationship Management for HR, today announced Jobscience Resume Power™, the industry’s first high-speed mass resume parser integrated into a Talent Management solution. Jobscience Resume Power saves sourcing specialists and recruiters considerable time by avoiding manual data entry and eliminates the high cost of outsourcing bulk resume loads to a professional services organization. Data quality is dramatically improved as complete resume content, candidate engagement history and the originating channel is captured and tracked.

“The reality is that many resumes never make it into a Talent Management system because it can be such a time-consuming process,” said Ted Elliott, CEO and founder of Jobscience. “The popularity of social recruiting has added to the complexity of centralizing candidate data from disparate channels. But with Resume PowerTM, companies have a cost-effective way to upload, parse and track every resume, whether it came from LinkedIn, Facebook, a job board, email or a job fair. This improves the quality of their database and results in faster, better candidate placements.”

This breakthrough technology allows recruiters to upload and parse individual resumes or folders of hundreds or thousands of resumes in just minutes rather than days. Paper resumes collected from job fairs and networking events can be quickly loaded into the same system as digital applicants, avoiding inefficient data-entry processes.

“Capturing accurate data about candidates and where they came from is paramount to our business,” said Nicola James, Managing Partner at Thomas Brooke International. “We generate referrals and get resumes from a number of different sources, and it’s time-consuming but important to enter high-quality data into a centralized system. Jobscience Resume Power simplifies and speeds up this process. We can efficiently upload complete information into Jobscience — resume, source, specific job, application stage — where we can track each candidate’s engagement history, improving the quality and accuracy of our candidate information. This helps us know where our top candidates are coming from, so we can most effectively leverage those resources, and also helps us build and maintain meaningful relationships with candidates right from the start.”

## How It Works

Jobscience Resume Power allows users to easily upload individual resumes or folders of resumes from their hard drive into the Jobscience Recruiting application. Uploading is accomplished through a simple drag-and-drop interface that also allows users to select attributes that apply to a resume, such as job, disposition and applicant source.

Once uploaded into the Jobscience Recruiting application, the entire content of the resume is parsed and saved as structured data. Parsed resumes can be immediately searched using keywords or hierarchical position taxonomies to fill current job openings or begin new sourcing and recruiting projects.

Jobscience Resume Power can also help eliminate the challenge of getting information from paper resumes into a digital system. Paper resumes are first scanned with an OCR (optical character recognition) scanner and then uploaded into the Jobscience system. OCR-scanned resumes retain the drag-and-drop uploading, attribution-selection and parsing capabilities.

Jobscience Resume Power is a standard feature of Jobscience Recruiting and Jobscience Team Edition available now at no extra charge to customers.

## About Jobscience

As the leader in Social Relationship Management for HR, Jobscience understands that social connectivity is more than a feature — it’s the future. Deployed on salesforce.com’s [Force.com](http://www.force.com) platform, Jobscience’s agile solutions bring social, mobile and CRM processes to talent management, keeping corporations and staffing agencies connected with and attracting top talent. For the last four years, Jobscience has been voted the AppExchange Customer Choice Award in HR and Recruiting by [salesforce.com](http://www.salesforce.com) customers, and recently won the 2011 Brandon Hall Gold Award for Best Advance in Talent Acquisition Technology. Discover what Jobscience clients already know: great people, great technology and great companies are all connected. To learn more, visit www.jobscience.com.

**All trademarks and registered trademarks in this document are the properties of their respective owners.**

Jobscience Launches TalentCentral for the Small-Business Market

Jeremy News

San Francisco, CA (December 13, 2007) – Jobscience, Inc, a market leader in workforce management, today announced the release of TalentCentral the latest addition to its portfolio of web-based applicant tracking and management solutions. Designed to accommodate small- to mid-sized businesses, TalentCentral can easily be scaled up as businesses grow and hiring needs change.

According to Ted Elliott, CEO of Jobscience, “TalentCentral is unique in that it was designed directly in response to small-business need, but can be used in any sized company. Our clients wanted a robust, affordable workforce solution that could easily integrate with their own web site, but didn’t require extensive programming and technical resources. TalentCentral can be up and running in an afternoon, works seamlessly with current applications, and is totally customizable.”

TalentCentral integrates all key hiring and employee management functions through a central web interface, thus tightening the workflow between HR managers, recruiters and candidates, and ultimately decreasing hiring costs. Currently offering such features as standardized job descriptions and job posting, applicant tracking, HR policy and background checking, TalentCentral’s modularized approach allows companies to automate as few or as many functions as they would like – seamlessly passing data between modules, as well as third-party applications that may already be in use.

TalentCentral’s best-in-class technology provides a secure platform with built-in disaster recovery and 24/7 availability. Along with its diverse portfolio of workforce products, Jobscience provides world-class service and support, as well as experienced talent management consultants with real-world expertise.

Jobscience and Jitterbit Offer Oracle Acquired Taleo Customers a Fast Track to Social Talent

Jeremy News

SAN FRANCISCO, Calif. – February 13, 2012 – Jobscience, the award winning recruitment system on the salesforce.com platform, today announced the Jobscience Social Recruiting FastPass for Taleo Business Edition customers impacted by Oracle. This Jobscience program provides Taleo customers a transformative way to find social talent.

“It’s nice to see Oracle has conceded that Cloud Computing is the new way to operate, but Taleo customers have to be concerned about future product direction and support from a server company that builds massive databases, that doesn’t have social DNA,” said Ted Elliot, CEO of Jobscience. “Recruitment has transformed beyond the Cloud and now must embrace Social relationships where HR applications are not in proprietary Cloud silos, but part of a Social organization supported by a social ecosystem. Jobscience lets companies build relationships with talent by leveraging Social verse traditional application mills pumping out transactions that don’t lead to the right hires. Jobscience allows Taleo customers a way to transform the way they interact with talent and avoid becoming another Oracle transaction.”

The Jobscience Social Recruiting FastPass program is available to all Taleo Business Edition customers affected by the recent Oracle acquisition. The program includes:

+ Free basic account set up
+ Free Taleo Migration Package, powered by Jitterbit until July 31, 2012
+ Live and recorded web-based training sessions specific for Taleo migration customers
+ Switch before April 1, 2012 and gain access to Premier Phone Support for first 90 days

The free Taleo Migration Package included with FastPass is powered by Jitterbit, a leading cloud integration vendor that simplifies data migration and application integration, connecting Jobscience, salesforce.com and hundreds of other on-premise and cloud applications. As a member of the Jobscience social ecosystem, Jitterbit’s proven integration platform will provide rapid and seamless data migration from Taleo to Jobscience, providing Taleo users a risk-free exit from Oracle.

“Data migration is the often overlooked roadblock for businesses that want to realize the full potential of their Cloud and Social technology investments,” said George Gallegos, CEO of Jitterbit. “As a member of the [Force.com](http://www.force.com) social ecosystem, we are excited to provide the data migration solution that will help current Taleo customers quickly realize the powerful benefits of Jobscience and the [Force.com](http://www.force.com) platform.”

To take advantage of this program and to learn more about customers who have successfully made the switch, current Taleo customers can register at http://fastpass.jobscience.com/.

## About Jitterbit Inc.

Jitterbit delivers powerful, flexible, & easy to use data and application integration software. Designed for the technical business analyst, Jitterbit solves the challenges of application, data, and business process integration between on-premise and cloud systems for companies of all sizes.

Privately held, Jitterbit is headquartered in Oakland, Calif. To learn more about Jitterbit’s application integration, data integration, and cloud computing integration, visit http://www.jitterbit.com.

Jobscience Takes the Gold in Talent Acquisition Technology for the 2011 Brandon Hall Excellence Awards

Jeremy News

SAN FRANCISCO, February 15, 2012 – Jobscience, a leading Talent Relationship Management provider, today announced its recruiting application has won the coveted Brandon Hall Gold Award for Excellence in the Talent Acquisition Technology category.

“Social networking is a game-changer for recruiting and will impact the way entire organizations are built,” said Ted Elliott, CEO of Jobscience. “Companies that leverage the social connections of their employees will be the market leaders of the future because of their ability to attract skilled talent while they are passively searching for jobs and engage them before the competition. Our technology solution approaches talent acquisition like customer acquisition and turns recruiting into a marketing exercise. We help our customers create ‘employment brands’ and tap into the leading social networks as well as their internal connections – to create talent pools. These talent pools empower companies to quickly access and acquire the top talent in the market.”

The Jobscience Recruiting application, built on [Force.com](http://www.force.com), leverages customer relationship management (CRM) concepts, workflows, and best practices, which enable companies to gain, retain and grow employees through the full TRM lifecycle for talent optimization. Whether a company is sourcing talent for future growth plans, actively filling open positions, or managing rehires, the CRM approach of creating and managing a pipeline of talent in a searchable and active database is the key to a closed-loop talent strategy that creates a 360 degree view of the employee lifecycle.

“2011 provided us with a unique viewpoint of how organizations are driving business results and performance improvement through technology,” said Mike Cooke, CEO of Brandon Hall Group. “This was the year in which technology providers and their clients have been able to transform the power of mobile, social, talent, learning, sales and marketing technologies, with proven, validated results. Most impressive to our judges was an underlying theme around collaborative relationships, a deep understanding of client needs and how technology can be leveraged to create opportunities and operating efficiencies for organizations of all sizes. I am proud to announce these first-rate solution providers as award winners in the most competitive year yet.”

A panel of veteran, independent senior judges evaluated the entries along with Brandon Hall Group’s industry expert analysts and leadership. The winners are listed at www.brandon-hall.com.

## About Brandon Hall Group

Having worked with more than 10,000 clients globally and after 20 years of delivering world-class solutions, Brandon Hall Group is the preeminent research and analyst organization focused on developing research-driven solutions to drive organizational performance for emerging and large organizations. Brandon Hall Group has an extensive repository of thought leadership, research, data and expertise in Learning and Development, Talent Management, Sales Effectiveness, Marketing Impact, and Executive Management. (www.brandonhall.com)

Jobscience Executive Team Gains Sought-after Talent Management Experts, Jay Hargis VP Service, Sean Rehder Evangelist

Jeremy News

SAN FRANCISCO – March 7, 2012 – Jobscience, a leading Cloud-based, Social Talent Relationship Management provider, today announced the appointment of two new members to its executive management team. Sean Rehder has been named Solution Strategist and Evangelist for the company, and Jay Hargis will serve as Vice President of Services. These two additions to the executive team will continue to fuel the company’s efforts to capitalize on the burgeoning market for Cloud-based Talent Relationship Management (TRM) solutions.

“The recent M&A activity in the HR application market has caused many customers to rethink their TRM strategy and put us in a unique position to offer customers a true Cloud-based solution with social recruiting DNA,” said Ted Elliott, CEO of Jobscience. “Sean Rehder’s expertise in CRM sourcing gives us additional expertise to educate organizations about the tremendous value of ‘relationship recruiting,’ which is definitely the future. Jay Hargis’ experience working with Fortune 500 companies will prove invaluable as we transition large organizations to an integrated Cloud TRM platform.”

Rehder has evangelized and driven leading brands to take a talent-centric CRM approach to recruiting. In 2007 he won the Beagle Research Group CRM Whiz Kid Award as well as the [Salesforce.com](http://salesforce.com/) Best Native Application Award for Sourcing & Recruiting. Rehder has worked with corporate recruiting teams to build CRM applications to find, engage and pipeline the most desirable talent in their industry, including: CBS, Dolby, Electronic Arts, Genentech, MGM Mirage, Research In Motion (RIM BlackBerry) and SNC Lavalin. In addition, Rehder has provided HR compliance expertise to Adobe, Cisco, Oracle, Seagate, among others. Rehder’s primary areas of expertise include: staffing, recruiting, talent acquisition, independent contractor compliance, business development and web development.

“Strategic sourcing using a CRM system to build and cultivate relationships is how companies are going to continue to find top talent in their industry,” said Rehder. “Jobscience takes a relationship approach to recruiting, which enables companies to build pipelines of potential candidates – even before they have an open position. This is the technology necessary for leadership in TRM.”

Hargis has 15+ years experience in Workforce Management, which he leveraged as a contributing author to Elements of Successful Organizations, recently published by The Workforce Institute™ at Kronos Incorporated. Hargis’ previous roles include: Director of Organizational Development at Tufts Medical Center, Director of Learning and Development at Digitas, and Director of Client Services and Training at BrassRing. Hargis was also a Senior Consultant at Talent Insight Group, where he partnered with Wyndham Vacation Ownership organization to create a front-line supervisor’s coaching and leadership development program. This program earned Gold designation from Talent Management Magazine.

Since 2003, Hargis has served as the Adjunct Professor of Organizational Development at Suffolk University in Boston, Massachutes. Hargis has a M.S. in Human Resource Development from Northeastern University and a B.S. in Business Administration/Management from Northern Arizona University.

“Large companies are starting to experience the effects of the ‘Baby Boomer Skill Gap,” said Hargis. “Despite the fact that unemployment continues to be high – finding, training and retaining top talent in many industries is becoming much more difficult. Companies need to take both a broad and long-tail view of recruiting and employee referral programs. Jobscience has the only TRM system on the market that approaches talent acquisition like customer acquisition and has the flexibility to easily tap into public and private social networks.”

Jobscience & Jitterbit Offer Oracle Acquired Taleo Customers a Fast Track to Social Talent

Jeremy News

SAN FRANCISCO, Calif. – February 13, 2012 – Jobscience, the award winning recruitment system on the salesforce.com platform, today announced the Jobscience Social Recruiting FastPass for Taleo Business Edition customers impacted by Oracle. This Jobscience program provides Taleo customers a transformative way to find social talent.

“It’s nice to see Oracle has conceded that Cloud Computing is the new way to operate, but Taleo customers have to be concerned about future product direction and support from a server company that builds massive databases, that doesn’t have social DNA,” said Ted Elliot, CEO of Jobscience. “Recruitment has transformed beyond the Cloud and now must embrace Social relationships where HR applications are not in proprietary Cloud silos, but part of a Social organization supported by a social ecosystem. Jobscience lets companies build relationships with talent by leveraging Social verse traditional application mills pumping out transactions that don’t lead to the right hires. Jobscience allows Taleo customers a way to transform the way they interact with talent and avoid becoming another Oracle transaction.”

The Jobscience Social Recruiting FastPass program is available to all Taleo Business Edition customers affected by the recent Oracle acquisition. The program includes:

+ Free basic account set up
+ Free Taleo Migration Package, powered by Jitterbit until July 31, 2012
+ Live and recorded web-based training sessions specific for Taleo migration customers
+ Switch before April 1, 2012 and gain access to Premier Phone Support for first 90 days

The free Taleo Migration Package included with FastPass is powered by Jitterbit, a leading cloud integration vendor that simplifies data migration and application integration, connecting Jobscience, salesforce.com and hundreds of other on-premise and cloud applications. As a member of the Jobscience social ecosystem, Jitterbit’s proven integration platform will provide rapid and seamless data migration from Taleo to Jobscience, providing Taleo users a risk-free exit from Oracle.

“Data migration is the often overlooked roadblock for businesses that want to realize the full potential of their Cloud and Social technology investments,” said George Gallegos, CEO of Jitterbit. “As a member of the [Force.com](http://www.force.com) social ecosystem, we are excited to provide the data migration solution that will help current Taleo customers quickly realize the powerful benefits of Jobscience and the [Force.com](http://www.force.com) platform.”

To take advantage of this program and to learn more about customers who have successfully made the switch, current Taleo customers can register at http://fastpass.jobscience.com/.

## About Jitterbit Inc.

Jitterbit delivers powerful, flexible, & easy to use data and application integration software. Designed for the technical business analyst, Jitterbit solves the challenges of application, data, and business process integration between on-premise and cloud systems for companies of all sizes.

Privately held, Jitterbit is headquartered in Oakland, Calif. To learn more about Jitterbit’s application integration, data integration, and cloud computing integration, visit http://www.jitterbit.com.